Compensation Administrator

The Compensation Administrator supports enterprise-wide compensation initiatives, working closely with Manager, Compensation. Provides strategic input on compensation policies and programs, leveraging deep knowledge of total rewards. Partners with business units to interpret policies, resolve pay issues, and conduct internal/external pay analyses. Coaches managers on compensation practices and develops clear communications to ensure consistency. Creates metrics to evaluate pay program performance. Offers strategic HR support across projects and policies, collaborating with Finance and Legal to ensure funding and compliance.

Leads projects in the absence of the Manager, Compensation and directs others as needed. This position is hybrid, 1 day remote, 4 days in the office located in New Carrollton MD.

• Assists in assessing the state of current compensation programs and practices to determine what is in the best interest of WMATA based on its current and future business objectives.
• Builds strategic relationships with assigned business units and delivers compensation support, consultation and problem-solving expertise in addressing areas such as robust market pricing analysis, pay equity, pay-for-performance, compression, job restructuring, career path development, new hire salary issues, short and long-range compensation planning, internal vs external pay consultation and variable pay designs.
• Assists in developing, implementing and monitoring Authority-wide corporate compensation governance processes Authority-wide to ensure a common understanding of pay practices, consistency, fairness and equity in delivering pay policies and/or guidelines.
• Develops and delivers compensation education sessions for managers to ensure an accurate working knowledge of WMATA’s pay practices, compensation policies, guidelines and regulatory compliance.
• Develops collaborative working relationships with Finance for budgetary purposes and to complete cost impact projections of compensation initiatives.
• Conducts comprehensive compensation market pay analysis using advanced statistical analysis, sound methodologies and best practices that are most appropriate for the work being performed.
• Examples of tasks include (not all inclusive):
  • Developing comprehensive and professional market pay analyses and presentation materials.
  • Conducting extensive market pricing compensation analysis using advanced statistical modeling to determine WMATA’s competitive pay position in the market.
  • Leading annual compensation reviews such as updating salary structures, reviewing/revising compensation policies or guidelines, merit pay modeling, incentive or bonus compensation modeling, conducting regulatory wage and hour compliance audits, job description updates and assistance with enterprise-wide compensation budgeting.
  • Conducting extensive compensation market research to uncover best practices or the latest practices in compensation management to help execute and/or update WMATA’s compensation strategy.
  • Conducting compensation analyses for internal review to ensure that compensation paid is competitive externally and properly aligned internally.
  • Evaluating jobs, determining appropriate job titling and career path development.
  • Ensuring WMATA in compliance with wage-hour federal/state/local laws, including reporting requirements.
• Performs wide range of project, program, and policy development duties, including conducting detailed issue and data analyses, framing recommendations and options for executive consideration, developing detailed project and program plans, leading project and program implementation efforts, and assessing impacts and results.

• Analyzes internal…